Tell me about a time you coached someone on your team whose performance was slipping. What did you do and how did it turn out?

What the interviewer is looking for

• This question tests team leadership and coaching. Gives specific examples of coaching an associate to improve, giving feedback in the moment, recognizing good work, and developing someone into a key holder or supervisor.
• What to bring out: A private, specific conversation, understanding the cause, clear expectations, follow-up check-ins, documentation, and a real outcome.
• Expect a follow-up like: At what point would you move from coaching to formal discipline?

Another way it may be asked: Think of an associate who was often late or missing targets. How did you help them improve?

A structure to follow: STAR, with the weight on Action and Result

1. Step 1

   Situation

   One or two sentences: where, when and what was at stake. Pick a real example you were close to.

2. Step 2

   Task

   What you personally were responsible for. Say "I", not only "we", so the team leadership and coaching you showed is visible.

3. Step 3

   Action

   The two or three things you did and why you chose them over the alternatives. This should be about half your answer.

4. Step 4

   Result

   What changed, in your own measure of it, and what you would do differently. Only use numbers you can stand behind.

This is guidance on shape, not a script. Use your own real experience and facts; never invent details to fill a gap. See the STAR guide and answer frameworks.

Common slips

• Describing what the team did without saying what you did.
• Choosing an example with no clear outcome, or one you cannot answer detailed questions about.
• Ending on the action and skipping the result and what you learned.

How to practise it

Write two bullet points for each STAR letter, then say the answer aloud in about two minutes.

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